Formats and tools
- Unit Description
- Reconstruct the unit from the xml and display it as an HTML page.
- Assessment Tool
- an assessor resource that builds a framework for writing an assessment tool
- Assessment Template
- generate a spreadsheet for marking this unit in a classroom environment. Put student names in the top row and check them off as they demonstrate competenece for each of the unit's elements and performance criteria.
- Assessment Matrix
- a slightly different format than the assessment template. A spreadsheet with unit names, elements and performance criteria in separate columns. Put assessment names in column headings to track which performance criteria each one covers. Good for ensuring that you've covered every one of the performance criteria with your assessment instrument (all assessement tools together).
- Wiki Markup
- mark up the unit in a wiki markup codes, ready to copy and paste into a wiki page. The output will work in most wikis but is designed to work particularly well as a Wikiversity learning project.
- Evidence Guide
- create an evidence guide for workplace assessment and RPL applicants
- Competency Mapping Template
- Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners. A template for developing assessments for a unit, which will help you to create valid, fair and reliable assessments for the unit, ready to give to trainers and students
- Observation Checklist
- create an observation checklist for workplace assessment and RPL applicants. This is similar to the evidence guide above, but a little shorter and friendlier on your printer. You will also need to create a seperate Assessor Marking Guide for guidelines on gathering evidence and a list of key points for each activity observed using the unit's range statement, required skills and evidence required (see the unit's html page for details)
- Self Assessment Survey
- A form for students to assess thier current skill levels against each of the unit's performance criteria. Cut and paste into a web document or print and distribute in hard copy.
- Moodle Outcomes
- Create a csv file of the unit's performance criteria to import into a moodle course as outcomes, ready to associate with each of your assignments. Here's a quick 'how to' for importing these into moodle 2.x
- Registered Training Organisations
- Trying to find someone to train or assess you? This link lists all the RTOs that are currently registered to deliver CPCCBS8009, 'Lead a building surveying team'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Lead a building surveying team' on fishpond.com.au. This online store has a huge range of books, pretty reasonable prices, free delivery in Australia *and* they give a small commission to ntisthis.com for every purchase, so go nuts :)
Elements and Performance Criteria
Elements describe the essential outcomes.
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions.
Manage resource requirements of a building surveying team.
Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.
Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.
Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.
Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.
Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.
Develop and implement service standards.
Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.
Professional standards are sourced or developed and communicated to staff.
Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.
Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.
Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.
Monitor and manage staff performance.
Performance objectives are developed, negotiated and agreed to by individual staff.
Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.
Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.
Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.
Reward and recognition processes are implemented according to workplace procedures.
Respond to staff professional development needs.
Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.
Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.
Opportunities for staff to develop new skills and knowledge are identified and managed.
Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.
Manage team effectiveness.
Strategies to facilitate effective communication within and across teams are developed and implemented.
Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.
Teams are equipped with required human and technical resources to ensure effective performance.
Conflict within or between teams is identified and addressed according to organisational procedures.
Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.